Recruiters: It’s time you learned a hard lesson.
Most candidates you talk to will not be ones you will place. In our experience, nearly 86% of first calls we make don’t lead to placements. Think about all of the wasted time! Now, imagine if you only spent time with candidates who you placed. You’d probably work 15 hours a week if you were only working with folks who trusted you, respected you, and wanted you to have their business.
Imagine that. Work ¼ of the time that the average recruiting professional works and achieve the same results. Even better, think of it as making 4x as much as the average recruiting professional just by understanding and defining a simple concept: when to walk away.
The biggest challenge junior level recruiters face is not knowing when to disengage from a candidate. There is something to be said about the value of a recruiter who is all too familiar with the “gut” feeling- the intuition you have when you know this candidate isn’t going to result in a placement.
So what’s the best advice I can give you? Lose fast.
In the recruiting world, sales world, business world, in life, there are things that you can control and things that you cannot control. Focus on those things you can control. The key to recruiting is building a collaborative, transparent, and value-based, consultative relationship with your candidates. If you have covered everything that you can control, from the customized intro email, the consultative discovery phone call, and everything that comes after – you should have no problem placing this candidate.
But sometimes things don't work out as intended. If at the end of the day, you don’t receive respect and honesty from your candidate, you might as well move on. I don’t care if you have found the prophetical “purple squirrel.” If you have delivered a value-based, consultative approach to recruitment and your candidate still fails to be honest and transparent with you, you cannot expect him/her to deliver for your client.
The same candidates who do this are the same candidates who will fail to show up to the interview, who will take another job before going dark on you, and the same candidates who will ultimately tarnish your company’s reputation. The more time you spend with candidates who aren’t honest with you, the less effective you’re going to be in your job.
I'll leave you with the 3 pillars of recruiting:
Pillar #1 - You cannot ask for trust. You can only prove you are trustworthy.
Pillar #2 - You cannot ask for respect. You can only command respect.
- If your candidate fails to be transparent with you and ends up making you/your company look bad, they're done. There are no do-overs.
Pillar #3 - If you want to stop the negative stereotypes surrounding the recruiting profession, stop empowering them.
- Grow a backbone and know your worth. If you have delivered your end of the bargain and your candidate can't see that, it's time to challenge the candidate.